Industrial and organizational psychology

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Industrial and organizational psychology (also known as I-O psychology, industrial-organizational psychology, work psychology, organizational psychology, work and organizational psychology, industrial psychology, occupational psychology, personnel psychology or talent assessment) applies psychology to organizations and workplaces. These organizations and workplaces include for-profit businesses, non-profits, government agencies, colleges, universities, and graduate and professional school programs. Industrial-organizational psychologists contribute to an organization's success by improving the performance and well-being of its people. An I-O psychologist researches and identifies how behaviors and attitudes can be improved through hiring practices, training programs, and feedback systems.[1] In the academic context, an I-O psychologist's research might similarly focus on improving admissions systems, learning outcomes, academic achievement, degree completion, and teaching and assessment methodologies.

Overview

Guion (1965) defines I-O psychology as "the scientific study of the relationship between man and the world of work:... in the process of making a living" (p. 817). Blum and Naylor (1968) define it as "simply the application or extension of psychological facts and principles to the problems concerning human beings operating within the context of business and industry" (p. 4). I-O psychology has historically subsumed two broad areas of study, as evident by its name, although this distinction is largely artificial and many topics cut across both areas. It has roots in social psychology; organizational psychologists examine the role of the work environment in performance and other outcomes including job satisfaction and health. I-O psychology is also represented by Division 14 of the American Psychological Association. Sometimes, I-O psychology is considered a sister field or branch of organizational studies, organizational science, organizational behavior, human resources, and/or management, but there is no universally accepted classification system for these related fields.

Common research and practice areas for I-O psychologists include:

I-O psychologists are trained in the "scientist-practitioner" model. The training enables I-O psychologists to employ scientific principles and research-based designs to generate knowledge. They use what they have learned in applied settings to help clients address workplace needs. I-O psychologists are employed as professors, researchers, and consultants. They also work within organizations, often as part of a human resources department where they coordinate hiring and organizational development initiatives from an evidence-based perspective.

History

The "industrial" side of I-O psychology has its historical origins in research on individual differences, assessment, and the prediction of performance. This branch of the field crystallized during World War I, in response to the need to rapidly assign new troops to duty stations. After the War the growing industrial base in the US added impetus to I-O psychology. Walter Dill Scott, who was elected President of the American Psychological Association (APA) in 1919, was arguably the most prominent I-O psychologist of his time, although James McKeen Cattell (elected APA President in 1895) and Hugo Münsterberg (1898) were influential in the early development of the field.[2] Organizational psychology gained prominence after World War II, influenced by the Hawthorne studies and the work of researchers such as Kurt Lewin and Muzafer Sherif.

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Training and outlook

Graduate programs

A comprehensive list of US and Canadian master's and doctoral programs can be found at the web site of the Society for Industrial and Organizational Psychology (SIOP).[3] Some helpful ways to learn about graduate programs include visiting the web sites on the SIOP list and speaking to I-O faculty at the institutions listed. Admission into I-O psychology Ph.D. programs is highly competitive given that many programs accept a small number of applicants every year.

There are graduate degree programs in I-O psychology outside of the US and Canada. The SIOP web site[3] also provides a comprehensive list of I-O programs in many other countries.

Job outlook

According to the Bureau of Labor Statistics (2007), the job outlook for industrial-organizational psychologists is promising. Businesses enlist the services of these psychologists in order to retain employees and maintain a good work ethic. I-O psychologists specializing in research often conduct studies within companies to aid in marketing research.

In 2006, the median annual salary for industrial-organizational psychologists was $86,420(US).[4]

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Further reading

  • Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 1: Personnel psychology. Thousand Oaks, CA: Sage Publications Ltd.
  • Anderson, N., Ones, D. S., Sinangil, H. K., & Viswesvaran, C. (Eds.). (2002). Handbook of industrial, work and organizational psychology, Volume 2: Organizational psychology. Thousand Oaks, CA: Sage Publications Ltd.
  • Borman, W. C., Ilgen, D., R., & Klimoski, R., J. (Eds.). (2003). Handbook of psychology: Vol 12 Industrial and organizational psychology. Hoboken, NJ: John Wiley & Sons.
  • Borman, W. C., & Motowidlo, S. J. (1993). Expanding the criterion domain to include elements of contextual performance. Chapter in N. Schmitt and W. C. Borman (Eds.), Personnel Selection. San Francisco: Josey-Bass (pp. 71–98).
  • Campbell, J. P., Gasser, M. B., & Oswald, F. L. (1996). The substantive nature of job performance variability. In K. R. Murphy (Ed.), Individual differences and behavior in organizations (pp. 258–299). San Francisco: Jossey-Bass.
  • Copley, F. B. (1923). Frederick W. Taylor father of scientific management, Vols. I and II. New York: Taylor Society.
  • Dunnette, M. D. (Ed.). (1976). Handbook of industrial and organizational psychology. Chicago: Rand McNally.
  • Dunnette, M. D., & Hough, L. M. (Eds.). (1991). Handbook of industrial/organizational psychology (4 Volumes). Palo Alto, CA: Consulting Psychologists Press.
  • Guion, R. M. (1998). Assessment, measurement and prediction for personnel decisions. Mahwah, NJ: Lawrence Erlbaum.
  • Hunter, J. E., & Schmidt, F. L. (1990). Methods of meta-analysis: Correcting error and bias in research findings. Newbury Park, CA: Sage.
  • Jones, Ishmael (2008). The Human Factor: Inside the CIA's Dysfunctional Intelligence Culture. New York: Encounter Books.
  • Koppes, L. L. (Ed.). (2007). Historical perspectives in industrial and organizational psychology. Mahwah, NJ: Lawrence Erlbaum.
  • Lant, T.K, “Organizational Cognition and Interpretation,” in Baum, (Ed)., The Blackwell Companion to Organizations. Oxford: Blackwell Publishers.
  • Lowman, R. L. (Ed.). (2002). The California School of Organizational Studies handbook of organizational consulting psychology: A comprehensive guide to theory, skills and techniques. San Francisco, CA: Jossey-Bass.
  • Rogelberg, S., G. (Ed.). (2002). Handbook of research methods in industrial and organizational psychology. Malden, MA: Blackwell.
  • Sackett, P. R., & Wilk, S. L. (1994). Within group norming and other forms of score adjustment in pre-employment testing. American Psychologist, 49, 929-954.
  • Schmidt, F. L., & Hunter, J. E. (1998). The validity and utility of selection methods in personnel psychology: Practical and theoretical implications of 85 years of research findings. Psychological Bulletin, 124, 262-274.
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Key journals in industrial and organizational psychology

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  1. ↑ 'Building Better Organizations' Brochure published by the Society for Industrial and Organizational Psychology. Retrieved from http://www.siop.org/visibilitybrochure/memberbrochure.aspx
  2. ↑ Farr, J.L. Organized I/O Psychology: Past, Present, Future
  3. ↑ 3.0 3.1 Graduate Training Programs (visited web site on March 22, 2009)
  4. ↑ Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2008-09 Edition, Psychologists, [1]
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